Your team is underperforming. What can you do to turn things around?

Tackling underperformance begins with a deep dive into its root causes. It's an intricate process that demands a comprehensive examination beyond surface-level issues. Factors such as skill deficits, waning motivation, communication breakdowns, insufficient collaboration, and a lack of resources or support can significantly derail team efficiency. Leaders can pinpoint specific areas of concern by meticulously gathering data through observation, feedback, and direct conversations. Approaching this task with objectivity and an open mind is crucial, steering clear of premature conclusions or fault-finding and focusing instead on constructive pathways to enhancement.

Is it a matter of SKILL or WILL? That's a great first question to ask to understand what is going on...why someone or a team is not delivering to their potential. Understanding that difference between skill and will helps to form a strategy. Both require different kinds of interventions. How do we know whether it's skill or will or both? We can observe. We can interview. We can be curious. A fair assumption is that the poor performance was unintended and that there is positive intent. Starting with that opens the dialogue in a positive way and doesn't shut it down from the start.

After identifying the root causes of underperformance, the next step involves open communication with your team about the identified performance issues and the expectations moving forward. Clarity and honesty are paramount; it's essential to delineate explicitly the expected standards, success criteria, and evaluation metrics. In this collaborative environment, involving your team in devising solutions and establishing objectives becomes a shared journey. Demonstrating genuine investment in their professional growth and well-being underscores a leadership ethos that aims to uplift performance and fosters a culture of mutual respect, engagement, and continuous development.

The third stride on the path to elevating team performance is the implementation of continuous, constructive feedback and dedicated coaching. Framing feedback as a catalyst for learning rather than a form of critique transforms it into a powerful tool for personal and professional growth. Coaching becomes empowerment, utilizing various methodologies—from probing open-ended questions to practical demonstrations and fostering peer-to-peer learning opportunities. Providing the essential resources and unwavering support further solidifies this foundation. This approach nurtures individual talents and galvanizes the team’s collective strength, paving the way for sustained success and development.

The fourth step intertwines recognition with motivation, transforming rewards into a profound expression of appreciation for your team's efforts and achievements. Celebrating big and small successes reinforces a culture of acknowledgment and gratitude. By blending intrinsic and extrinsic rewards explicitly tailored to meet your team's unique desires and necessities, you acknowledge their contributions and ignite their passion and dedication. It’s essential to ensure these rewards foster inspiration and empowerment rather than exert control, thereby nurturing a genuinely motivated and cohesive team.

One of the things I have noticed in coaching leaders and their teams is that on most occasions they shy away from having these conversations when goals are not being met. These dialogues are so important and need to be conducted with curiosity so that the team can support one another when there is a gap in performance. Hold discussions focused on both your quantitative and qualitative goals at least monthly. Show up with a curious mindset so that if team members are not living into their potential, you can support each other in what needs to change or what skills do you need to acquire. In order to reach high performance these discussions serve to guide next steps and address where we need to focus our development to execute the vision.